Lewin’s ModelLewin’s ModelPresumes a system of parts that best meets organizational effectiveness and efficiency if everything is in “balance”.◦Disruptions creates imbalance and opportunities for change.Unfreeze: signal for change; imbalance; ready for changeChange: identify what needs to change and debate if change is necessaryRefreeze: After changes are designed and implemented, everyone needs to adapt to the new way of doing things. The system now settles into a new balance of relative stability….until another problem emerges to create an imbalance.

Some Criticisms of Lewin’s Some Criticisms of Lewin’s ModelModelToo simplistic and linear◦Change is complex, interactive, and stressfulUnfreezing is too simplistic when considering how to change. ◦Assumes unfreezing will address all resistance to change.◦Does not propose a vision of the future.Is refreezing a good thing?◦With greater need for continuous change, refreezing may crate inertia for change.

This preview
has intentionally blurred sections.
Sign up to view the full version.

Using Congruence Model for Planning Using Congruence Model for Planning and Managing Changeand Managing ChangeChange characterized as passing through three states (Berkhard & Harris):Current State ----->Transition State --- >Future State

This is the end of the preview. Sign up
to
access the rest of the document.